The Appraisal phase was on when I went to my manager with a list of names and wanted to discuss for their career aspects. All names I mentioned are the members of my team who have been working with full commitment, with very good attitude and they are continuous learners. Above that, none of them approached me for any special treatment.
We discussed about a few points about the delivery Progress and relevant topics for first 15 minutes. Than my manager raised the topic.
"You sent a list and made some recommendations. I want to tell you nothing is going to happen".
I heard it and immediately woke up to leave.
He was angry and asked me "Why are you leaving? Dint you think you need to discuss?"
"I could discuss if the decision is open for discussion. When you already concluded what is the point of discussing sir. As I finished all other topics, I feel meeting is over"
"Don't you want to know why I told this, and I want you to know why"
OK.I sat down.
"You already knew there is no much fund given to you and you are aware whatever you recommended is beyond that. how did you think it can be approved?"
"I knew I cant do anything with the fund I have. That's the reason why i approached you as you are more empowered. I also provided the reasons on why each of them are important to me"
"What are you going to do now. I refused to accept your recommendations"
" I cant do anything sir. If you cant do anything"
"Will they resign if I don't accept your proposal"
"May not be. In fact if they are that kind, I myself would fire them. They will work. and will work for me. with the same motivation levels. I am however not sure till when they can still be motivated."
'You talked like a Union leader. I don't need such leader. I want someone who works for me and for my profits"
"I am sorry sir. I am exactly doing what is required for the Organization and for a profitable Organization. And for a healthy organization with a team of ethics, commitment and attitude"
I am sure many of the leaders might have gone through similar altercations even if they are not as caustic as I depicted.
Management thinks a leader is immature if he or she is People Pro. Whereas without them and without them putting their heart in the work, no leader will be successful. We see the cases when we exploit a guy who doesnt demand anything while we hear the guys who shout and arm twist us. We wait till some people leave and than hire an unknown guy for double the cost. We keep someone in a junk role and dont bother about what happens to their career. If we dont work on the people because of we the leaders survive, we wont be successful
Some of the important parameters include:
1. Transparency to the team.Many leaders keep things confidential for no reasons.Actually there are many updates you can share safely with the team to encourage their participation and belonging in your business
2. Work for their career. Leader should never use the team for the business goals without paying attention on how each and every one in his team is going to grow in their career. It is very important to think about them
3. Provide the value. Value need not be promotion and hikes to the team.Educate them, encourage certifications, mentor them on roles where they are good. All these items will stay with the team wherever they are
4. set the principles which don't change on circumstances. This ensures you will earn respect from the team. Many leaders believe in acting only when some one resigns or threatens and does arm twisting on the basis of a specific criticality(Like a project in critical phase when you cant afford to lose a member). Never encourage such deviations and act only on the basis of performances and overall contributions of members.
